JGP News
A snapshot of some of our most recent work and an insight into some of our ideas on the hot topics and issues that affect the public and not for profit sectors, and how we are responding to them.
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Age Discrimination
All employers face a major challenge from new legislation aimed at eliminating age discrimination in the workplace.
From 1st October 2006, it became illegal to ask a job applicant for their age, or specify an age in a recruitment advertisement*.
By 2025, more than a third of the UK’s population will be over 55 years old and the demographic of the workforce is already changing. The number of workers aged under 35 is falling, with the fastest decline among those aged 18-24.
Many organisations have adapted already - it has become more critical than ever before for employers to recruit according to the candidate’s skills, experience and ability to perform the role, rather than their age; and for them to reach and appeal to a diverse audience.
JGP are ready to support you through these changes if you are advertising on the jobsgopublic network. Under your instruction we will amend copy on hosted employer brochure pages, adapt existing online application forms to eliminate age related questions and replace emailable application forms. You should be aware however that whilst we are able to assist you in meeting the new requirements it is your responsibility as the prospective employer to comply with the regulations.
We would encourage you to ensure you are aware of the impact of the new regulations and ensure that your Adverts, Job and Employer related information comply.
Are you positive about age?
- Have you made sure that application forms only ask for job-related information?
- To check that there are no hidden age barriers in your recruitment and selection processes, do you record the number of candidates of different age groups who are:
- applying;
- short-listed;
- interviewed; and
- appointed?
Recruitment - sending the right message
- Be an employer of choice by making it clear that you recruit people on the basis of their skills and ability, not their age.
In job adverts you should:
- avoid giving age limits or age ranges;
- avoid age restrictions such as ‘young graduates’, ‘mature person’ or ‘according to age and experience’
- where possible, ask for relevant experience, skills and ability rather than insisting on particular qualifications. For example, stipulating that ‘Only people with GCSE English need apply’ excludes all those who left school before GCSEs were introduced. A better phrase might be ‘Good communication skills required’.
Selection
When sifting applications do you focus on skills, abilities and potential and ignore age? Many clients now use application forms that hide details of age, sex, ethnic origin and so on until after the selection process.
* Disclaimer: It is entirely the responsibility of the employer to ensure they comply with the new Employment Equality (Age) Regulations 2006. We accept no responsibilty for non-compliant advertising, application forms or employer profiles.
Please talk to your Account Manager about any necessary amendments or call 020 7923 5610 and we will direct your call to the right person.
